City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

for refusing a drug screen into the employee’s personnel file. C. The Medical Services staff will conduct the Breath Alcohol Test (BAT) for alcohol and collect the sample for the drug test. D. Alcohol Testing Procedures 1. If the employee is to be tested for alcohol, the Medical Services Staff (or another City approved facility will conduct an alcohol screen. 2. A negative test for alcohol will be taken as confirming that the employee is not impaired, i.e., has a blood alcohol level of less than .04 (.02 for CDL/safety sensitive employees). No additional action need be taken unless the circumstances which gave rise to the suspicion require action. 3. A positive test for alcohol will be taken as confirming that the employee is impaired on the job. The employee should be taken home immediately, and the supervisor should then proceed with disciplinary action up to and including disciplinary discharge and, if not discharged, referral to a Substance Abuse Counselor for assessment through City Medical Services. See Policy H-1, Disciplinary Action. 4. Employees who are not discharged will be required to be evaluated and may be required to participate in the City Substance Abuse Program (CSAP). See Appendix 8.6, CSAP Procedures of this policy. E. Drug Testing Procedures 1. When the employee is tested for drugs, the Medical Services staff (or another City approved facility) will collect a sample and send it to an N.I.D.A. laboratory, following strict chain of custody procedures, for testing. The lab will conduct a urinalysis immunoassay screen followed by a gas chromatography/mass spectrometry confirmation test. Normally an employee brought to Medical Services for a “for cause” drug test will also be given an alcohol test. 2. Immediately after the drug test sample is collected, the supervisor will be responsible to see the employee gets home safely. The employee will be placed on administrative leave pending the results of the drug test as long as no action on the part of the employee dictates being sent home on suspension. If the employee insists on driving, the supervisor will notify law enforcement. 3. The N.I.D.A. laboratory will send the results of the drug test to Medical Services where the results will be reviewed by the City’s Medical Review Officer (MRO). The employee will be requested to have someone bring him to the MRO to confirm the lab results of a positive test. If the test is confirmed, the MRO will refer the employee to a local Substance Abuse Program (SAP). 4. The Medical Services staff will notify the supervisor of the MRO’s conclusions.

Table of Contents A B C D E F H I J K L List of Appendices G

Appendix

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